People who work so hard they make the rest of us look bad really bother me.
The characteristics associated with job dissatisfaction are called Herzberg questionnaire factors. When these have been adequately addressed, people will not be dissatisfied nor will they be satisfied.
Despite its wide acceptance, the theory has its detractors. Some say its methodology does not address the notion that, when things are going well, people tend to look at the things they enjoy about their job. When things are going badly, however, they tend to blame external factors.
Another common criticism is the fact that the theory assumes a strong correlation between job satisfaction and productivity. Herzberg's methodology did not address this relationship, therefore this assumption needs to be correct for his findings to have practical relevance.
To apply the theory, you need to adopt a two-stage process to motivate people. Eliminate Job Dissatisfaction Herzberg called the causes of dissatisfaction "hygiene factors.
Fix poor and obstructive company policies. Provide effective, supportive and non-intrusive supervision. Create and support a culture of respect and dignity for all team members. Ensure that wages are competitive. Build job status by providing meaningful work for all positions. All of these actions help you eliminate job dissatisfaction in your organization.
And there's no point trying to motivate people until these issues are out of the way! You can't stop there, though. Remember, just because someone is not dissatisfied, it doesn't mean he or she is satisfied either!
Now you have to turn your attention to building job satisfaction. Create Conditions for Job Satisfaction To create satisfaction, Herzberg says you need to address the motivating factors associated with work.
He called this "job enrichment. Things to consider include: Providing opportunities for achievement. Giving as much responsibility to each team member as possible.self-report questionnaire Diversity is an important factor in selecting team members.
The level of diversity in a work team can impact a team (positively or negatively) in . Each questionnaire page will typically include not only the scale itself, but also a description of the scale, a key for the scale, and references for articles describing studies that used the scale.
In order to access these questionnaires you must first register and log into the website. Not just any employee survey, the questionnaire the Wild Oats staff completes twice a year is designed to generate enthusiasm In the beginning, in , Wild Oats Market founders Libby Cook.
EMPLOYEES MOTIVATION USING TWO FACTOR THEORY - Free download as Word Doc .doc) or read online for free. ITS NOT THAT GREAT. ITS ONLY COPY CUT PASTE OF MY PROJECT.5/5(4).
– Using empirical data and Herzberg's two‐factor theory, a modified version of the questionnaire developed by Keaveney and Young was administered to approximately undergraduate business students at a state university in South Central Pennsylvania. Motivation questionnaire 1.
The mission or purpose of my organisation makes me feel my job is important. 2. I know what results are expected of me. 3. The quantity of my work is enough to keep me busy but not too much to over-burden me. 4. There is sufficient variety at work to maintain my interest.
5. My boss leads by example. 6.